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Keeping in mind the importance of employee’s loyalty or an employee engaged emotionally, most of the companies have started focusing on making the level of employee engagement better with emotional intelligence.

Employee engagement is defined as the degree of emotional intelligence attachment of an employee towards his work, the owner or his supervisor.

Some firms have reported increased engagement levels, over the past ten years since  the measurement  began. The owner engagement levels have hung strongly to a better bell curve – where 25% of people are fully employed, 20% are not engaged and the others fall in midway.

 

Now a query pops up in mind – why?

 

Engagement is a duty

It depends on whom we ask; the duty of creating higher owner engagement levels lies with the top management, owners, the present supervisor or some combo. Variations have been made for developing employee emotional engagement levels, such as making the workplace – a fun place which is friendly and easy going that rewards the fruitful performances to become better at work.

An analysis of previous record of the last  ten years, clearly shows that all such ideas are nice and surely would be highly effective enough to enhance the productivity.

Keys for Motivation

The  two important elements that are “liberty and ability” form the strength of natural motivation.

It’s a human nature to get attracted to the things like hobbies, which are controllable (liberty) and in which skills can be developed (ability). The atmosphere is in control through rules and regulations, and managers always keep a close eye on the owners. It is not acceptable, but can be said so.

 

Classical Vs Behavioral Economics

It was thought that Classical economics govern the world, we live in. In classical economics, people are supposed to behave intellectually. At the time of Fredrick Winslow Taylor, classical economic theory said that paying people for how much they produce, will make them produce more. So,”if we do this, you will get that” is a way of inspiration which continues even today, though half of them are proved wrong.

Behavirol theories proved Employee Engagement  can be built with  Emotional Intelligence.

 

Social Contexts Must Support Liberty and Ability

According to a research by Richard Deci, author of  “Why We Do What We Do”, it says that social contexts that support an owner’s liberty and ability help a lot in inspiration, while social contexts that diminish liberty and ability weakens the natural satisfaction.

It is high time, when we have to look from the perspective of the people who really want to be emotionally engaged. What makes them at work to get filled with a sense of liberty and ability?

One answer that is found regarding emotional intelligence, is the intellectual use of emotions. Through EI, individuals know about their weakness and strong characteristics and they also get to know that how can one control it in a better way. It also teaches them, the basic values and how their actions and words affect the feelings of others. And how to balance the emotional intelligent behavior for the best outcome.

 

The Bottom Line:

Inspiration is an inside job. It simply means that owners should inspire themselves and get involved. But, it also depends on the leadership of the owners to develop the conditions where inspiration is possible and make employees engaged in emotionally.

 

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